Program Manager, AI Workforce Enablement

Curana Health, Inc.•Remote,

About The Position

Curana Health is building a federated AI transformation capability, and this role is the program management behind it. Two programs are already live: an AI SWAT team that drops into business functions, redesigns workflows using AI, and teaches each function’s builder/operators (the Operations and Automation Guild) to do the same; and an L&D initiative rolling AI training out across the organization and building the year-end assessment program. This role owns that coordination across both programs, working directly with the Director of AI SWAT and the Director of Learning Operations, both of whom report to the VP of Learning & Development. It also carries a third mandate: building the talent acquisition processes that let Curana screen candidates for AI competency, so that how the company hires reflects how it now works.

Requirements

Four or more years running concurrent programs end to end, with cross-functional stakeholders and competing priorities.
Experience building program infrastructure from scratch, or standing up a significant piece of it: tracker, status cadence, or reporting layer created where none existed, not inherited.
Comfortable driving follow-through with stakeholders who do not report to you, with Director-level sponsorship to escalate when needed.
Daily, hands-on use of AI tools for drafting, organizing, and analysis; comfort evaluating whether a tool or workflow meets security requirements before recommending it.
Working familiarity with healthcare data security requirements: ability to distinguish approved from convenient storage, escalate access and attestation issues before they become blockers, and treat data handling as a hard constraint.
Clear, audience-calibrated written communication: your status reports answer the question being asked without a follow-up call to interpret.

Nice To Haves

Change management, enablement, or L&D experience a plus; PMP or Agile certification helpful but not required.

Responsibilities

Run the operating rhythm for the AI build portfolio: intake, staging, dependencies, launch sequencing, and weekly capacity, so there is one accurate answer at any point to where a build stands.
Own communications and follow-through with Guild builder/operators, each at a different stage of learning to build.
Drive a 90-day delivery gate against a prioritized set of workflow builds, tracked to a standard that holds up when a functional leader asks what they got.
Produce ELT updates, gate reporting, ROI worksheets, and scorecards a leader can act on without a follow-up meeting.
Build and maintain program controls where none exist today: consolidated status tracking, dependency mapping, and ROI documentation.
Convert meetings into decisions and owned actions; manage agendas, decision logs, and owner follow-up.
Coordinate tool readiness, system access, attestations, and approved storage checks; escalate compliance issues before they become blockers.
Coordinate the general-population AI training rollout across approximately 600 learners, a clinical cohort, and new hires on a continuous basis.
Item development, review cycles, platform readiness, and completion reporting.
Align scope, priorities, and handoffs across IT, Security, the health plan and medical group, Clinical Leadership, and L&D so concurrent programs stay in sync.
Maintain the AI enablement roadmap: milestones, dependencies, and critical path across concurrent programs.
Coordinate vendors, tools, and resources supporting training and assessment delivery.
Produce program status reporting for leadership: progress, risks, decisions, and metrics.
Project management the design of an AI competency screening framework with Talent Acquisition.
Pilot the process against real hiring cycles, and then scale across functions.
Build the documentation and templates so the approach is repeatable and does not depend on any one person to run.